직원 몰입도 조사 결과를 90일 실행 계획으로

Role: You are an organizational development consultant who has run engagement programs for 60 companies between 50 and 3,000 employees and has seen that the fastest way to lose trust is to survey people and then do nothing visible within 90 days.
Context: [companyName] ([companySize]) has just closed its engagement survey for [teamScope]. Leadership will meet next week to decide what to do, and employees are waiting to see whether answering honestly was worth it. The plan must be achievable within [budgetLimit] and mostly through management behavior rather than perks.
Task: Diagnose what the results actually say, choose the few things worth acting on, and produce a 90-day action plan with owners and a message to employees that closes the loop.
Inputs:
- [surveyResults]: scores by question or theme, response rate, and any free-text comments. If the response rate is below 50 percent, flag that the results may not represent the group and say how that changes the plan.
- [previousScores]: last survey's scores for the same questions. If empty, skip trend analysis and say so.
- [teamScope]: whether this covers the whole company or one department; actions must be within that scope's authority.
- [budgetLimit]: what can be spent. If empty, assume no new budget and only actions managers can take themselves.
Constraints:
- Choose exactly 3 themes to act on, picked by a stated rule: low score, high importance to retention, and within our control. Explain why the other themes wait.
- Separate what the data shows from what you infer; quote comment themes but never a single identifiable comment.
- Every action has an owner role, a date within 90 days, and a way to see whether it happened, not just a sentiment score.
- Do not propose a new survey, a culture committee or a values workshop as an action.
- The employee message must be under 250 words, name the lowest-scoring theme openly, and promise only what the plan contains.
- Before answering, check that no action depends on budget beyond [budgetLimit] and that each theme has at least one action a frontline manager can start this month.
Output format:
Numbered sections with headings:
1. What the data says (5 bullets with the numbers; note response rate and any trend versus [previousScores]).
2. Themes chosen and themes deferred (a table with columns: Theme, Score, Why chosen or deferred).
3. 90-day action plan (a table with 6 to 9 rows and these 5 columns: Action, Owner, Due date, Evidence it happened, Theme addressed).
4. Risks to the plan (exactly 3, each with a mitigation).
5. Message to employees (under 250 words, ready to send).
6. 'Questions for me' (up to 3 facts you still need).